The hiring process changes as a company scales; founders must trust others to hire well and systematize onboarding for new employees. As you scale, it's crucial to rethink your hiring process to ensure it remains efficient and scalable, from sourcing to integrating new employees.

If you're spending more than 50% of your time on sourcing candidates, it's time to consider bringing in help, such as a recruiter.

Don't be overly cautious when hiring. Use the hiring process as a way to evaluate potential team members, even if it feels inefficient at first.

Hiring should be your top priority when necessary, and you must be prepared for a lengthy recruitment process to attract the best talent, as they often have many options.

If you're struggling to source candidates, be less aggressive in screening them out early in the process to increase your chances of finding qualified applicants.

Treat recruiting like a product, where candidates are your customers. Be actively involved in the process to show your commitment to potential hires.

When hiring the best people, you can either filter by expressed interest first or look for the good candidates and then convert them to expressed interest; the latter is more effective.

Hiring in the early stages of a startup is often unscalable and requires significant effort to sift through potential candidates.

Most tech companies follow a standardized hiring process, which includes resume screening, recruiter calls, technical phone screens, take-home projects, and on-site interviews.